Early maladaptive schemas, a concept developed by psychologist Jeffrey Young, are 18 deeply ingrained patterns of thinking, feeling, and behaving that form in childhood or adolescence. These schemas shape how we view ourselves, others, and the world. While originally developed as coping mechanisms to protect us from emotional pain, they can become obstacles in adulthood, especially in the workplace. When unaddressed, these schemas can contribute to stress and burnout, but they also present valuable opportunities for personal growth and understanding.
Each schema provides insight into our vulnerabilities and can help us recognize unhelpful patterns in our behavior. By becoming aware of these tendencies, we can improve our self-awareness and relationships with colleagues, while preventing burnout. Burnout often results from the accumulation of unmanaged stress, and these schemas can amplify that stress if not carefully addressed. Understanding and managing these patterns is key to creating healthier, more balanced work environments.
1. Abandonment/Instability
How it shows up: Employees with this schema may constantly fear being fired, left out of important meetings, or losing the support of their team. They might exhibit anxiety and clinginess toward colleagues or supervisors, seeking constant reassurance.
What to do: Build trust through consistent communication and structure. Regular feedback and clear, predictable processes can reduce anxiety. Encourage individuals to develop trust in their own abilities and foster peer support.
2. Mistrust/Abuse
How it shows up: This schema leads individuals to believe others will take advantage of them or act with malicious intent. They may be overly suspicious of colleagues’ motives, leading to conflict, defensiveness, or isolation.
What to do: Promote a transparent, supportive work culture with open communication. Implement feedback systems that emphasize fairness and equity to build trust.
3. Emotional Deprivation
How it shows up: Individuals may feel that their emotional needs, like recognition or support, are never met. This can result in detachment, resentment, or emotional withdrawal.
What to do: Recognize employees’ efforts, listen actively, and show empathy in daily interactions. Foster an environment that prioritizes emotional intelligence and authentic interpersonal connection.
4. Defectiveness/Shame
How it shows up: Employees with this schema may feel unworthy or incompetent, hiding their perceived flaws by avoiding challenges, downplaying accomplishments, or engaging in self-sabotage.
What to do: Encourage a growth mindset by normalizing mistakes as part of learning. Provide constructive feedback and mentorship to build confidence and resilience in these employees.
5. Social Isolation/Alienation
How it shows up: This schema may cause employees to feel like outsiders, believing they don’t belong. They might avoid group activities or collaboration, leading to loneliness or disengagement.
What to do: Create a culture of inclusion by fostering teamwork and ensuring everyone’s voice is heard. Assign roles that require collaboration, and host team-building activities to break down barriers.
6. Dependence/Incompetence
How it shows up: Employees with this schema might lack confidence in their abilities, frequently seeking guidance or avoiding responsibility. This can hinder career growth and lead to micromanagement.
What to do: Offer opportunities for skill development and small, manageable challenges. Encourage autonomy by gradually increasing responsibilities while providing supportive coaching.
7. Vulnerability to Harm or Illness
How it shows up: These employees may be overly anxious about potential disasters, whether related to health, finances, or job security. Their constant worry can manifest as procrastination, avoidance, or chronic stress.
What to do: Help these employees build coping strategies through mindfulness, stress management, and realistic risk assessments. Ensure a stable, low-drama work environment.
8. Enmeshment/Undeveloped Self
How it shows up: Individuals with this schema may become overly involved in relationships at work, losing their sense of individuality. They may have difficulty setting boundaries or making decisions independently.
What to do: Encourage individual goal setting and personal development plans. Promote boundary-setting workshops and establish a workplace that respects personal space and autonomy.
9. Failure
How it shows up: These employees often believe they will never succeed, leading to avoidance of challenging tasks, procrastination, or self-sabotage. They may downplay their achievements or constantly compare themselves unfavorably to others.
What to do: Reinforce positive achievements and set incremental, attainable goals to build confidence. Encourage mentorship programs where more experienced employees can support their growth.
10. Entitlement/Grandiosity
How it shows up: Employees with this schema may expect special treatment, believing they are above rules or deserve more recognition than others. They may come across as arrogant, leading to team friction.
What to do: Set clear expectations and boundaries. Ensure a fair and equal workplace by providing transparent recognition and rewards systems that are merit-based.
11. Insufficient Self-Control/Self-Discipline
How it shows up: This schema leads to difficulties in managing impulses or tolerating frustration. Employees may struggle to meet deadlines, avoid challenging work, or engage in procrastination.
What to do: Implement structured schedules and help them break projects into smaller, manageable tasks. Offer training in time management and self-discipline techniques.
12. Subjugation
How it shows up: Employees may frequently give in to others’ demands to avoid conflict or rejection, leading to resentment or burnout. They may lack assertiveness and fail to advocate for themselves.
What to do: Offer assertiveness training and emphasize that employee feedback and input are valued. Encourage them to set boundaries and communicate their needs effectively.
13. Self-Sacrifice
How it shows up: These employees overextend themselves to meet others’ needs, often at the expense of their own well-being. This can lead to burnout or feelings of resentment when their efforts go unnoticed.
What to do: Recognize and celebrate their contributions, while encouraging a balanced approach to workload. Teach self-care strategies and set reasonable boundaries to prevent burnout.
14. Approval-Seeking/Recognition-Seeking
How it shows up: Individuals with this schema may constantly seek external validation, basing their self-worth on how others perceive them. They may become overly competitive, striving for approval instead of focusing on personal goals.
What to do: Shift focus from external validation to intrinsic motivation. Encourage employees to set personal goals based on their values and celebrate achievements privately as well as publicly.
15. Negativity/Pessimism
How it shows up: These employees may always expect the worst, finding fault in projects or assuming things will go wrong. This negativity can dampen team morale and stifle creativity.
What to do: Foster a solution-oriented mindset by emphasizing problem-solving and focusing on what can go right. Encourage optimistic thinking through positive psychology practices like gratitude exercises.
16. Punitiveness
How it shows up: Employees may hold themselves or others to unrealistic standards, reacting harshly to mistakes or shortcomings. They might become overly critical, leading to workplace tension.
What to do: Promote a culture of forgiveness and learning from mistakes. Encourage self-compassion and a more balanced, empathetic approach to feedback.
17. Emotional Inhibition
How it shows up: These employees may suppress their emotions and opinions to avoid disapproval or conflict, leading to emotional detachment or lack of authenticity in relationships.
What to do: Encourage open emotional expression and provide a psychologically safe environment where diverse emotions are accepted and valued.
18. Unrelenting Standards/Hyper criticalness
How it shows up: These employees may place extreme pressure on themselves or others to meet excessively high standards, leading to chronic stress, dissatisfaction, and burnout.
What to do: Promote a balanced approach to productivity by setting realistic expectations, recognizing progress, and reinforcing the value of well-being alongside achievement.
Managing Schemas in the Workplace
Addressing maladaptive schemas requires cultivating awareness, empathy, and personal growth. Employees and leaders alike can benefit from recognizing how these patterns show up in the workplace and taking actionable steps to mitigate their impact. By fostering a culture of open communication, support, and continuous learning, organizations can help individuals break free from these unhelpful patterns, promoting a healthier and more productive work environment.
Investing in coaching, therapy, or professional development workshops that explore emotional intelligence, stress management, and healthy workplace dynamics can provide powerful tools to shift these schemas and cultivate a more resilient, confident workforce.
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